Milestones for TPR 430

NG Technician Performance Appraisal Program

Date / Action
1 Oct 10 /
  • Effective date for the start of the Five Rating Level Evaluation Method Appraisal rating cycle. IAW TPR 430, para 1(g). Managers and supervisors are responsible for ensuring employees are trained in the performance management program.

Approx.
Nov 10 /
  • Performance plans shall be in place and communicated to the employee normally within 30 days from the start of the rating cycle, entrance on duty of a new employee, or employee job change.

Approx.
Apr 11 /
  • Interim Review: TPR 430 requires that each covered employee receive an interim review during the appraisal period and that such review be *documented using the Performance Appraisal Application (PAA) tool. April 2011 is the midpoint for the 2010-2011 appraisal rating cycle.
  • Employees are encouraged to submit an interim self-assessment of their performance.
  • This is also the time or opportunity to modify performance plans (i.e. add, delete, or modify critical elements)

31 May 11 /
  • TPR 430, established the minimum appraisal period to be 120 calendar day. The minimum appraisal period is the minimum amount of time that employees must work under a specific set of critical elements before the employee can be assigned a rating of record. As long as the employee has been under an approved performance plan for the minimum appraisal period, the supervisor can assign a rating.
  • For appraisal period: 1 Oct 10 – 30 Sep 11: Therefore, 31 May 11 is the last day in which to approve an employee’s performance plan in order to hold the employee accountable for their assigned critical elements at the end of the appraisal period.

30 Sep 11 /
  • End of appraisal period.
  • Supervisors should remind covered employees of their opportunity to submit a self-assessment of their performance during the entire appraisal period and provide them a suspense date to complete the self-assessment.

Approx.
Oct 11 /
  • The supervisor completes the annual appraisal, and submits the appraisal to the Higher Level Reviewer (HLR) for action.

Approx.
Nov 11 /
  • HLR authority approves/disapproves final rating of record
  • Supervisor reviews and communicates the final rating of record to each employee.
  • Once decisions about performance are made, the supervisor uses the employee’s final rating of record as the basis for personnel decisions and actions to include:
  • Within-grade Increases/Step Increases (5 CFR Part 531 and 532)
  • Incentive Awards (5 CFR Part 451)
  • Reassignments, Reductions in Grade or Removals (5 CFR Part 430)
  • Promotions (5 CFR Part 335)
  • Reduction in Force (5 CFR part 335)